Employment Law and Labour Law

This decision highlights that an employer is entitled to rely on the representations made by a candidate or an employee, especially for executive-level roles. Any intentional misrepresentation can be used to establish just cause to dismiss an employee

In Tudor v Accurate Screen Ltd., 2026 ABKB 237 (Yamauchi, J), the Court found an employer had just cause to dismiss an employee who made misrepresentations on his resume.

Ontario's approach to interpreting termination clauses has departed materially from the careful balance of competing interests articulated over 30 years ago in Machtinger v HOJ Industries Ltd.

The duty to accommodate a disability may feel like a burden to some employers. It prevents them from applying a one-size-fits-all approach to employees and the workplace. However, with a better understanding of the duty and a framework for approaching accommodation requests, employers may find the process clearer, more predictable, and far less burdensome than anticipated.

In Québec, determining whether an accident occurred "in the course of work" necessarily involves analyzing the boundary between a person's personal and professional spheres. Although this concept is central to the Act respecting industrial accidents and occupational diseases (the "Act"), it is not defined under the Act, leaving it to case law to clarify its limits. Three recent decisions from the Administrative Labour Tribunal (the "Tribunal" or "ALT") further illustrate that, in the absence of a statutory

La notion d’accident survenu « à l’occasion du travail » pour les lésions professionnelles survenues au Québec est indissociable de l’analyse de la frontière entre sphère personnelle et sphère professionnelle. Bien qu’elle soit au cœur de la Loi sur les accidents du travail et les maladies professionnelles (« LATMP »), cette notion n’est pas définie par le législateur, laissant à la jurisprudence le soin d’en tracer les limites.

An HR compliance audit helps employers proactively align their policies and practices with current employment laws while identifying potential gaps before they become costly legal issues.

American businesses expanding into Ontario face a fundamentally different employment law landscape than what they're accustomed to in the United States. From the absence of at-will employment to significantly longer notice periods and strict statutory minimums, understanding these critical differences is essential before making your first Canadian hire.

The government of Ontario continues to advance a series of workplace reforms that will impact employers across multiple sectors. Recent announcements include proposed amendments to the Employment Standards Act...

The duty to accommodate a disability may feel like a burden to some employers. It prevents them from applying a one-size-fits-all approach to employees and the workplace. However, with a better understanding of the duty and a framework for approaching accommodation requests, employers may find the process clearer, more predictable, and far less burdensome than anticipated.

An HR compliance audit helps employers proactively align their policies and practices with current employment laws while identifying potential gaps before they become costly legal issues.

In Québec, determining whether an accident occurred "in the course of work" necessarily involves analyzing the boundary between a person's personal and professional spheres. Although this concept is central to the Act respecting industrial accidents and occupational diseases (the "Act"), it is not defined under the Act, leaving it to case law to clarify its limits. Three recent decisions from the Administrative Labour Tribunal (the "Tribunal" or "ALT") further illustrate that, in the absence of a statutory